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Academic literature on the topic 'Knowledge-based organization'

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Published: 4 June 2021

Last updated: 15 February 2022

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Journal articles on the topic "Knowledge-based organization"

Wu, Liang-Chuan, Chorng-Shyong Ong, and Yao-Wen Hsu. "Knowledge-based organization evaluation." Decision Support Systems 45, no. 3 (June 2008): 541–49. http://dx.doi.org/10.1016/j.dss.2007.06.013.

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Putri, Mariza Cindo, and Sri Raharso. "PENGARUH BUDAYA ORGANISASI TERHADAP KNOWLEDGE SHARING." Jurnal Riset Bisnis dan Investasi 2, no. 2 (October 10, 2016): 80. http://dx.doi.org/10.35697/jrbi.v2i2.75.

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Business organizations must have good characteristics and a differentiator from other organizations. Business organizations that have a strong organizational culture will be able to last a long time and can deal with change. An organizational culture consists of norms and values that guide the behavior of members of the organization. The behavior of members of the organization that occurred in the workplace one of them is knowledge sharing activities. In a learning organization, to gain new knowledge sharing activity is needed. With a strong organizational culture, knowledge sharing activities can be run successfully. This study aims to investigate the influence of organizational culture on knowledge sharing in PT Sandy Globalindo. The method used in this research is descriptive and associative, while the data collection techniques are to do interviews and distributing questionnaires to 135 employees by the census. The results of the descriptive analysis stating the organization's culture and knowledge sharing in PT Sandy Globalindo classified in either class. Based on the research that has been done, regression equation of Y = 9.790 + 0,608X. The study states that there is a positive relationship between organizational culture and knowledge sharing in PT Sandy Globlindo at 0.608 and organizational culture affects knowledge sharing of 36.9%.

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Liu, Yan Fang, Miao Du, and Yong Jiu Yuan. "Study on Knowledge Integration Contents and Process in Organization Based Knowledge Innovation." Advanced Materials Research 694-697 (May 2013): 2581–86. http://dx.doi.org/10.4028/www.scientific.net/amr.694-697.2581.

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Knowledge integration played a major and centre role in the process of organizations knowledge innovation. Study on the knowledge integration contents and process in organization has important significance. There are four contents of knowledge integration in organization knowledge innovation: knowledge integration between different knowledge main bodies; different knowledge levels; the new and original knowledge system; personal study, team study and organization study. The paper discussed the process of knowledge integration toward organization knowledge innovation based on lify-cycle theory and divided the process into four stages: embryonic stage, development stage, mature stage and diffusion stage. The paper analyzed the knowledge value in different life cycle stages and the result indicates that the knowledge in mature stage is the most valuable.

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Kasemsap, Kijpokin. "Career Management in the Knowledge-Based Organizations." International Journal of Knowledge-Based Organizations 7, no. 2 (April 2017): 60–73. http://dx.doi.org/10.4018/ijkbo.2017040105.

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This article analyzes the literature in the search for career management in the knowledge-based organizations (KBOs). The literature review covers the overview of career management strategy; organizational career management (OCM) and knowledge management (KM) in the KBOs; career management and career learning in the KBOs; career management innovation in the KBOs; and the significance of career management strategy in the interorganizational career transitions. Career management is the process that helps employees understand career opportunities and chart a career path within their organization. Encouraging career management in the KBOs has the potential to improve organizational performance and reach strategic goals in the modern workplace. The findings present valuable insights and further understanding of the way in which career management perspectives in the KBOs should be emphasized.

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Pereira, Leandro, António Fernandes, Mariana Sempiterno, Álvaro Dias, Renato Lopes da Costa, and Nélson António. "Knowledge Management Maturity Contributes to Project-Based Companies in an Open Innovation Era." Journal of Open Innovation: Technology, Market, and Complexity 7, no. 2 (May 6, 2021): 126. http://dx.doi.org/10.3390/joitmc7020126.

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Knowledge is a crucial asset for any organization nowadays. Despite the temporary nature of projects, proper knowledge management can improve outcomes and benefit future endeavors. However, an effective knowledge management system has to be tailored to each organization. Therefore, it is extremely important to assess the stage of knowledge management (KM) maturity of an organization. The present study analyzed the general maturity level of European project-based organizations. The analysis was performed to understand the maturity of the knowledge management cycle’s phases and it was possible to distinguish which phases were more developed and what are the main steps to create effective organizational learning in a project-based organization. Overall, European-based project-oriented organizations are halfway through the implementation of KM systems. While the need for a proper system has already been acknowledged, the infrastructure to support it still needs to be developed so proper measures can be put in practice.

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Коробкина and M. Korobkina. "Practical aspects of knowledge management in learning organization." Management of the Personnel and Intellectual Resources in Russia 2, no. 6 (December 16, 2013): 29–32. http://dx.doi.org/10.12737/2402.

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The article deals with urgent problems of knowledge management in learning organizations; discusses the practical aspect of the company, based on knowledge; investigates the problems and prospects of learning organizations. The article aims to identify the mechanisms of corporate knowledge management in the learning organization. The author considers knowledge as a result of mental activity, there is a «people´s minds». Considered formalized and tacit knowledge, as true learning organization. Additionally, the article provides practical advice for learning organizations, developing the knowledge management function. The function of knowledge management is seen as an essential component of organizational learning. In conclusion, disclosed the problems and prospects of learning organizations, as well as considering the prospect of becoming a learning organization. The article is based on an analysis of the Russian and foreign experience.

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Tilchin, Oleg. "Knowledge-Based Organization of Project Work." International Journal of Technology, Knowledge, and Society 6, no. 3 (2010): 141–50. http://dx.doi.org/10.18848/1832-3669/cgp/v06i03/56105.

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Zha, Shenyu. "The Impact of Knowledge on Emergence of New Organizational Form." Vestnik of the Plekhanov Russian University of Economics 18, no. 2 (April 9, 2021): 152–59. http://dx.doi.org/10.21686/2413-2829-2021-2-152-159.

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In the era of knowledge competition among organizations grows, while fast changing and more complicated external environment initiate new problems of survival and development. The role of information and knowledge becomes more significant, therefore knowledge acts as a major resource necessary for providing company competitiveness. Changes that took place in internal and external environment made traditional organizational form incapable to meet the requirements of organizational development, thus a new organizational form came into being, i.e. organization based on knowledge. Proceeding from characteristics given to knowledge in the article the author analyzes different understanding by overseas scientists of organization based on knowledge connotation and shows general features of such organizations.

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Ghorbani, Saeed, and Shayan Naghdi Khanachah. "Providing a framework for knowledge sharing in knowledge-based organizations according to social capital indicators." Annals of Management and Organization Research 1, no. 4 (March 4, 2021): 271–84. http://dx.doi.org/10.35912/amor.v1i4.490.

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Purpose: This study aimed to provide a framework for examining knowledge sharing from the perspective of social capital in knowledge-based organizations. For this purpose, the social capital and knowledge sharing literature has been reviewed and appropriate dimensions and components have been selected for use in the proposed framework. Research methodology: The number of experts participating in this study was 12. Kendall’s W Ranks is a statistical index for assessing the degree of agreement in a group. This statistical index, which is related to non-parametric statistics, is used to assess the degree to which a number of evaluators agree on the ranking of several factors. Result: This research's proposed framework shows that the main bottleneck in the knowledge sharing process is the sender. Numerous factors affect the motivation, quantity and quality of knowledge shared by him. The proposed conceptual model shows the factors in the field of social capital well. This means that the organization's managers should pay special attention to people with knowledge to activate the process of knowledge sharing in the organization as a driving force. Limitations: This research only described knowledge-based organizations. Contribution: The proposed conceptual framework makes a good distinction between formal and informal knowledge-sharing channels in a knowledge-based organization. Formal channels are controlled and manageable channels. Although the main burden of knowledge sharing in organizations lies with informal channels, the more managers can shift the organization's knowledge to formal channels, the more they can manage the process. This is a part of the job that social capital, in particular, helps to achieve. The proposed framework discusses the acceptance of the use of formal frameworks. Keywords: Social capital, Knowledge management, Knowledge sharing, Expertise method

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MOHAJAN, Haradhan Kumar. "Knowledge Sharing among Employees in Organizations." Journal of Economic Development, Environment and People 8, no. 1 (March 21, 2019): 52. http://dx.doi.org/10.26458/jedep.v8i1.612.

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Knowledge is considered as the basis for developing sustained long-term competitive advantage for every organization. In the 21st century every organization becomes knowledge based for the sustainable development. Knowledge sharing is an important instrument that turns individual knowledge into group organizational knowledge. It is one of the main knowledge processes in a present dynamic and competitive era for the development of organizations. The knowledge sharing practice plays a remarkable role in the development and innovation in many areas of organizations. In this paper an attempt has been taken to discuss techniques, barriers and benefits of knowledge sharing in organizations.

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Dissertations / Theses on the topic "Knowledge-based organization"

Tanabe, Eiichi 1959. "Knowledge chain in the clockspeed-based organization." Thesis, Massachusetts Institute of Technology, 2000. http://hdl.handle.net/1721.1/29209.

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Thesis (S.M.)--Massachusetts Institute of Technology, System Design & Management Program, 2000.
Includes bibliographical references (leaf 75).
Adding to the increasing complexity and ambiguity in products and customer values, the sudden rise in the clockspeed of business operations is forcing existing companies towards a new organizational model, which autonomously integrates knowledge across technologies, functions, and clockspeeds to find optimal solutions. This thesis first analyzes clockspeed characteristics in terms of four dimensions (customer value, product, process, and organization) and clarifies them by means of presentations. Based on this analysis, it develops a conceptual framework and an organizational model for the mixed clockspeed organization: that is, a company whose products individually involve components or elements with different clockspeeds, and where the four dimensions of clockspeed are not necessarily highly correlated. Finally, the thesis proposes an original model for organizing such a mixed clockspeed organization, focused on building an intermediate layer of organization to mediate between the formal business unit structures and the informal human networks that have long been recognized as crucially important for technical organizations.
by Eiichi Tanabe.
S.M.

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Hamilton, Molly Elizabeth. "THE IMPACT OF ORGANIZATIONAL CULTURE ON COMMUNITIES OF PRACTICE WITHIN A FAITH-BASED ORGANIZATION." OpenSIUC, 2011. https://opensiuc.lib.siu.edu/dissertations/361.

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This qualitative study investigated how the organizational culture at a small, non-profit, faith-based organization impacted communities of practice (CoP). The literature reviewed focuses on the following: faith-based, non-profit organizations, communities of practice and organizational culture. The study was situated in a small, non-profit, faith-based organization in Southern Illinois. The methodology of the study was an ethnographic informed design and the follow methods were used: participant observation, interviews, and document analysis. Wenger's (2004) social theory of learning informed this study. The purpose of the study was to describe: (a) how a small, non-profit, faith-based organization's culture fosters or hinders the development and growth of communities of practice (CoPs), (b) how the organizational members identify the existence of CoPs, and (d) what value the organization recognizes as a result of the knowledge shared. This is important not only to add to the literature concerning small, faith-based organizations and CoPs, but to help this organization and similar organizations understand the importance of learning that takes place as a result of organizational member's participation in CoPs. In light of the Personal Responsibility and Work Opportunity Reconciliation Act (PWORA) of 1996, or more informally known as Charitable Choice (Thomas, 2009) and now the White House Faith-Based and Neighborhood Partnerships (White House, 2009), the need to help these small, faith-based organizations is relevant. Part of helping the sustain themselves could be by enabling them to recognize the existence of CoPs within their organizations, and in turn helping them understand how to utilize CoPs to their benefit. The results of this study provide discussion around several findings. Findings revealed that there is a CoP in existence. Organizational members do recognize that they share a passion and come together as a group to work toward that passion, yet do not recognize the CoP as it is defined. Further findings provide understanding about how knowledge is shared and what knowledge is shared among organizational members that participate in the CoP. In addition, findings reveal that the organizational culture is aligned with the faith and values of the organization; that the culture does foster growth of CoPs in various ways, but does hinder the growth of CoPs through two barriers. There are several conclusions drawn from this study. First, that the staff is the central hub of communication flow between the internal organizational members Second, that learning is a heart thing, which is a metaphor used to describe the affective learning that takes place within the organization. Third, there is a strong relationship between the culture of the organization and the CoP. Fourth, that sharing, socializing and prayer time are tools used for social interaction among the staff and volunteers. Finally, that the framework of the social theory of learning is embedded with the community of practice identified at The Center. The recommendations include ideas for future research that could expand on the conclusions of this study. Additionally, it is recommended that the results of this study be shared and explained to the organization itself, as well as create ways of sharing the results with similar organizations. Sharing of this study would help such smaller, faith-based, non- profit organizations learn how recognize CoPs, understand how to build a culture within their organization that would foster CoPs, and help them learn how to utilize CoPs in a way that best utilizes their limited resources.

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Haglund, Nathalie, and Frida Wåhlberg. "Knowledge transfer between projects : Exploring the receiver’s perspective." Thesis, Linköpings universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-120793.

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Background: How to facilitate the knowledge transfer between projects is a field that has obtained a lot of attention in research. Despite this wide attention, many organizations still experience difficulties to efficiently transfer knowledge between their projects and thus the problems still remain, which appears contradictory. Previous research has had a tendency to assume that all knowledge can be articulated and codified, which has resulted in that solutions to these problems often have been directed towards the side in the transfer that creates the supply of knowledge. However, limited research has taken the receiver of the knowledge into consideration when analyzing these difficulties, who is considered to be equally influential to motivate a transfer. Purpose: The purpose of this study is to increase the understanding of the challenges concerning the knowledge transfer from past to future projects, by exploring the importance of incorporating the receiver’s perspective in the analysis of knowledge transfer practices. Methodology: This study has applied a qualitative research methodology where the empirical data has been obtained through an interview-study with nine onsite interviews in two different firms, ABB and SIEMENS. Furthermore, documents were studied in order to compliment and increase the understanding of the information provided in the interviews. Conclusions: By incorporating the receiver in the analysis we can conclude that the practices applied are not efficient in actually transferring the complete knowledge. Herewith, socialization becomes vital as a complement to these practices in order to also transfer the ‘hidden’ explicit knowledge as well as tacit knowledge that the receiver is in need of. The findings thus demonstrate the importance of taking the nature of knowledge into account when investigating the challenges with current knowledge transfer practices.

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Falk, Linda, and Anna Eriksson. "MANAGING GROWTH IN A KNOWLEDGE-BASED ORGANIZATION : A case study of Alfa." Thesis, Uppsala University, Department of Business Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-88607.

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Alfa is one of the world’s leading IT advisory companies, with research and consulting abilities. Alfa Nordics is a successful part of Alfa focused on consulting in Sweden, Norway and Denmark. Alfa Nordics will double their number of employees by the end of 2010 and we were asked to investigate how Alfa Nordics should enable this growth while keep being successful in having high profits, a strong brand, motivated employees and satisfied clients. By using theories about KBOs (Knowledge-Based Organizations) and conducting interviews with employees at Alfa Nordics we identified what makes Alfa Nordics successful today and what they should do to keep these success factors when growing. To keep their success within the organization Alfa should keep the execution teams small, recruit a resource manager and improve the knowledge exchange between the countries. To keep making successful engagements they should keep defining the problem in the best way for the client, ensuring sales and keep having the right employees. To keep their success in employing top consultants they should be visible in talented people environments, show that they are growing, develop a more thorough recruiting plan.

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Valenzuela, Jorge L. "DTAACS: distributed task allocation for adaptive computational system based on organization knowledge." Diss., Kansas State University, 2014. http://hdl.handle.net/2097/18247.

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Doctor of Philosophy
Department of Computing and Information Sciences
Scott A. DeLoach
The Organization-Based Multi-Agent Systems (OMAS) paradigm is an approach to address the challenges posed by complex systems. The complexity of these systems, the changing environment where the systems are deployed, and satisfying higher user expectations are some of current requirements when designing OMAS. For the agents in an OMAS to pursue the achievement of a common goal or task, a certain level of coordination and collaboration occurs among them. An objective in this coordination is to make the decision of who does what. Several solutions have been proposed to answer this task allocation question. The majority of the solutions proposed fall in the categories of marked-based approaches, reactive systems, or game theory approaches. A common fact among these solutions is the system information sharing among agents, which is used only to keep the participant agent informed about other agents activities and mission status. To further exploit and take advantage of this system information shared among agents, a framework is proposed to use this information to answer the question who does what, and reduce the communication among agents. DTAACS-OK is a distributed knowledge-based framework that addresses the Single Agent Task Allocation Problem (SAT-AP) and the Multiple Agent Task Allocation Problem (MAT-AP) in cooperative OMAS. The allocation of tasks is based on an identical organization knowledge posses by all agents in the organization. DTAACS-OK di ers with current solutions in that (a) it is not a marked-based approach where task are auctioned among agents, or (b) it is not based on agents behaviour, where the action or lack of action of an agent cause the reaction of other agents in the organization.

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Dean, Erin. "Beyond Community: "Global" Conservation Networks and "Local" Organization in Tanzania and Zanzibar." Diss., The University of Arizona, 2007. http://hdl.handle.net/10150/195624.

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This dissertation explores the complex structures and diverse experiences of globalization through the specific analytical lens of community-based natural resource management (CBNRM). CBNRM is an undertaking which is fundamentally local but also integrally connected to transnational conservation ideology and national structures of authority. While recent critiques of community-based conservation projects have challenged the universal efficacy of the approach, CBNRM continues to be a ubiquitous conservation paradigm and to provide lingering hope for local empowerment through resource management. Focusing on two community-based conservation groups formed in Tanzania and Zanzibar, this dissertation looks at the experience of local groups attempting to engage with broader national or international conservation networks by focusing on three tropes of globalization theory: intersections between traditional ecological knowledge and western science, the relationship between civil society and the state, and the specific mechanisms for local engagement with national and global entities. The community groups in this study use dynamic and adaptive strategies to channel resources into their communities. However, they also face significant structural constraints, many of which reveal the neocolonial effects of transnational conservation ideology. This work explores both the factors limiting or manipulating local participation in resource management and the strategies used by these two community-based conservation groups to ensure their participation in spite of those limitations.

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Petrauskaite, Gabriele. "What’s mine is yours, or is it? Knowledge sharing in voluntary project-based organizations : The case of AIESEC – the largest international student-run organization." Thesis, Umeå universitet, Handelshögskolan vid Umeå universitet (USBE), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-51970.

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In knowledge economy, organizational knowledge is considered to be a critical strategic resource which may help the organization to achieve competitive advantage; therefore, knowledge sharing, as one of the knowledge management processes, attracts the attention of both researchers and practitioners. Knowledge sharing may bring many benefits such as personal development for the employees and knowledge accumulation for the organization. However, at the same time it is very challenging because employees may be very mobile, too occupied to engage in knowledge sharing, or just unwilling to share their valuable knowledge. Nevertheless, although many organizations have started to invest heavily in various knowledge sharing mechanisms, quite often these processes are not effective because various organizational and individual factors impede the usage of those mechanisms. This study seeks to increase the understanding of how and which of such factors affect knowledge sharing in voluntary project-based organizations. Ten in-depth interviews have been conducted with the project managers in AIESEC, the largest international student organization, in order to find out what KS mechanisms they use, and what enables or hinders KS in this organization. It was found that in this organization KS takes place at all organizational levels, and the most popular KS mechanisms are documents and social interaction. Various documents include planning and tracking tools, proposals for sponsors, budget spread-sheets, feedback forms from participants and companies, and reports about functional areas. Social interaction comprises individual and group meetings, including trainings, coaching or mentoring, conversations over the phone and software Skype, discussions in conferences and communication in social groups online. So there is a balance between the KS mechanisms used to personalize and codify knowledge. However, the individualized KS mechanisms dominate on the individualization- institutionalization dimension. Also AIESEC members share all types of knowledge: tacit and explicit, individual and collective. Factors affecting KS can be categorized in 5 groups: Organizational context, Interpersonal and Team characteristics, Cultural characteristics, Individual characteristics, and Motivational factors. As KS in AIESEC takes place quite intensively, not surprisingly more KS facilitators were identified. The most significant ones in each group are as follows: the organizational culture and structure; diversity and strong social ties; willingness to help, and structure and exactness; self-efficiency and personal characteristics such as talkativeness, open-mindedness, empathy, motivation, responsibility and ambitiousness; perceived personal benefits, interpersonal trust, and organizational commitment. The few factors identified that might impede KS in AIESEC are the lack of time, lack of KS regulation and some negative cultural attitudes.

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Leydesdorff, Loet. "A Sociological Theory of Communication The Self-Organization of the Knowledge-Based Society, pp. 1-25." Universal Publishers, Parkland, Florida, 2003. http://hdl.handle.net/10150/105836.

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Networks of communication evolve in terms of reflexive exchanges. The codification of these reflections in language, that is, at the social level, can be considered as the operating system of society. Under sociologically specifiable conditions, the discursive reconstructions can be expected to make the systems under reflection increasingly knowledge-intensive. This sociological theory of communication is founded in a tradition that includes Giddens' (1979) structuration theory, Habermas' (1981) theory of communicative action, and Luhmann's (1984) proposal to consider social systems as self-organizing. The study also elaborates on Shannon's (1948) mathematical theory of communication for the formalization and operationalization of the non-linear dynamics. The development of scientific communications can be studied using citation analysis. The exchange media at the interfaces of knowledge production provide us with the evolutionary model of a Triple Helix of university-industry-government relations. The construction of the European Information Society can then be analyzed in terms of interacting networks of communication. The issues of sustainable development and the expectation of social change are discussed in relation to the possibility of a general theory of communication.

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Al-Foraih, Saleh. "The effect of Curriculum Organization on the acquisition of Abstract Declarative Knowledge in Computer Based Instructions." Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5594.

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The United States of America has dropped behind many countries in terms of the Science and Engineering university degrees awarded since the beginning of the nineties. Multiple studies have been conducted to determine the cause of this decline in degrees awarded, and try to reverse the trend in US education. The goal of these studies was to determine the proper instructional methods that facilitate the knowledge acquisition process for the student. It has been determined that not one method works for all types of curriculum, for example methods that have been found to work effectively in curriculum that teaches procedures and physical systems often fail in curriculum that teaches abstract and conceptual content. The purpose of this study is to design an instructional method that facilitates teaching of abstract knowledge, and to demonstrate its effectiveness through empirical research. An experiment including 72 undergraduate students was conducted to determine the best method of acquiring abstract knowledge. All students were presented with the same abstract knowledge but presented in different types of organization. These organization types consisted of hierarchy referred as Bottom Up, Top Down, and Unorganized. Another factor that was also introduced is Graphing, which is a method that is believe to improve the learning process. The experiment was completed in 8 weeks and data was gathered and analyzed. The results strongly suggest that abstract knowledge acquisition is greatly improved when the knowledge is presented in a Bottom Up hierarchical fashion. On the other hand, neither Graphing nor the Top Down or Unorganized conditions affect learning in these novice students.
Ph.D.
Doctorate
Industrial Engineering and Management Systems
Engineering and Computer Science
Industrial Engineering

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Berryman, Reba. "Knowledge management in virtual organizations: A study of a best practices knowledge transfer model." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4740/.

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Knowledge management is a major concern for organizations today, and in spite of investments in technology, knowledge transfer remains problematic. This study sought to determine whether a relationship exists among participant group demographics (experience), implementation of an integrated knowledge transfer system (best practices model), knowledge transfer barriers, and knowledge transfer project (Web-based training) outcome in a virtual organization. The participant organization was a network of individuals and groups who practice patient advocacy in the research and treatment of cancer. These advocates volunteer in various capacities and are not collocated nor do they report to any single organizational entity. Volunteer participants were randomly assigned to a treatment or control condition. The treatment participants received a training supplement based upon a best practices knowledge transfer model. All participants reviewed a Web-based communications training module scheduled for deployment by the participant organization. Upon completion of the training program, participants were instructed to practice specific techniques from the program. At the end of this period, participants completed an online survey that measured demographics, perceived barriers to the knowledge transfer, and project outcome. Knowledge transfer barriers were defined as knowledge, source, recipient, and organizational context characteristics that inhibit the expected transfer. Project outcome was a composite score of items measuring completion time, budget, and satisfaction of the user. Multiple regression identified two significant predictor variables, source (the training program and implementation) and experience (amount of time spent in advocacy practice). Additional analyses found knowledge (causal ambiguity and unproven knowledge) and the experimental treatment condition to show a strong relationship with the explained variance of the dependent variable, knowledge transfer project outcome. Results suggest that an online training implementation is a valid tool for certain specific transfer design characteristics. Experience was a negative predictor of outcome, suggesting that participant-specific level of training material may produce improved outcome. Furthermore, knowledge in the form of evidence that the material is useful as well as explanation of the cause and effect linkage is a factor in a more successful transfer. Finally, the application of a knowledge transfer system designed around organization-specific variables shows promise as a factor in enhanced knowledge transfer in Web-based training in virtual organizations. Further research is suggested to provide additional insight into the predictive value of these variables.

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Books on the topic "Knowledge-based organization"

Sharon, Seivert, and Lee Lee W, eds. Knowledge leadership: The art and science of the knowledge-based organization. Amsterdam: Elsevier/Butterworth-Heinemann, 2005.

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The new organizational wealth: Managing & measuring knowledge-based assets. San Francisco: Berrett-Koehler Publishers, 1997.

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C, Lyons Michael, ed. The knowledge-based organization: Four steps to increasing sales, profits, and market share. Chicago: Irwin Professional Pub., 1995.

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Hong, Yu-su. Measures for promoting knowledge-based economies in the APEC region. Seoul, Korea: Korea Institute for International Economic Policy, 2000.

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1947-, Sharma S. K., ed. Creating knowledge based organizations. Hershey, PA: Idea Group Publishing, 2004.

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Neal, Richard G. School based management: The final exam : a guide to measure your knowledge, a guide to help school districts determine to what extent they are practicing SBM. Manassas, Va. (8667 Sudley Rd., Suite 303, Manassas 22110): Educational Satellite Training, 1994.

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Experts in organizations: A knowledge-based perspective on organizational change. Berlin: Walter de Gruyter, 1995.

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Toyota, Conference (2nd 1988 Nisshin-chō Japan). Organization of engineering knowledge for product modelling in computer integrated manufacturing: A collection of contributions based on lectures presented at the 2nd Toyota Conference, Aichi, Japan, 2-5 October 1988. Amsterdam: Elsevier, 1989.

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Mohrman, Susan Albers. Designing team-based organizations: New forms for knowledge work. San Francisco: Jossey-Bass, 1995.

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Sasaki, Hideyasu. Intelligent and knowledge-based computing for business and organizational advancements. Hershey, PA: Information Science Reference, 2012.

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Book chapters on the topic "Knowledge-based organization"

Neagu, Cristina Denisa. "Knowledge Based Organization." In The Future of Identity in the Information Society, 407–21. Boston, MA: Springer US, 2008. http://dx.doi.org/10.1007/978-0-387-79026-8_28.

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Murty, M. N., and A. K. Jain. "Knowledge-Based Clustering." In Studies in Classification, Data Analysis, and Knowledge Organization, 288–97. Berlin, Heidelberg: Springer Berlin Heidelberg, 1996. http://dx.doi.org/10.1007/978-3-642-61159-9_25.

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Frediani, S., and L. Saitta. "Knowledge base organization in expert systems." In Uncertainty in Knowledge-Based Systems, 217–24. Berlin, Heidelberg: Springer Berlin Heidelberg, 1987. http://dx.doi.org/10.1007/3-540-18579-8_21.

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Lenski, Wolfgang, and Elisabeth Wette-Roch. "Foundational Aspects of Knowledge-Based Information Systems in Scientific Domains." In Classification and Knowledge Organization, 300–310. Berlin, Heidelberg: Springer Berlin Heidelberg, 1997. http://dx.doi.org/10.1007/978-3-642-59051-1_32.

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Chen, Yufeng F., and Nazir A. Warsi. "A Knowledge Organization Framework for Knowledge-Based Pattern Recognition." In Intelligent Systems Third Golden West International Conference, 231–37. Dordrecht: Springer Netherlands, 1995. http://dx.doi.org/10.1007/978-94-011-7108-3_24.

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Romacker, Martin, Klemens Schnattinger, Udo Hahn, Stefan Schulz, and Rüdiger Klar. "A Natural Language Understanding System for Knowledge-Based Analysis of Medical Texts." In Classification and Knowledge Organization, 499–508. Berlin, Heidelberg: Springer Berlin Heidelberg, 1997. http://dx.doi.org/10.1007/978-3-642-59051-1_52.

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Srećković, Marijana, and Josef Windsperger. "Organization of Knowledge Transfer in Clusters: A Knowledge-Based View." In Contributions to Management Science, 299–315. Heidelberg: Physica-Verlag HD, 2010. http://dx.doi.org/10.1007/978-3-7908-2615-9_17.

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Glorie, Josh C., Michael Masuch, and Maarten Marx. "Chapter 4. Formalizing Organizational Theory: A Knowledge-Based Approach." In Organization, Management, and Expert Systems, edited by Michael Masuch, 79–104. Berlin, Boston: De Gruyter, 1990. http://dx.doi.org/10.1515/9783110869088-005.

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Endrikat, A., and R. Michalski. "The WINHEDA Prototype: Knowledge-Based Access to Distributed Heterogeneous Knowledge Sources." In Studies in Classification, Data Analysis, and Knowledge Organization, 171–78. Berlin, Heidelberg: Springer Berlin Heidelberg, 1992. http://dx.doi.org/10.1007/978-3-642-46757-8_18.

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Peterson, Tim O., and David D. Van Fleet. "Chapter 8. Casting Managerial Skills into a Knowledge Based System." In Organization, Management, and Expert Systems, edited by Michael Masuch, 171–84. Berlin, Boston: De Gruyter, 1990. http://dx.doi.org/10.1515/9783110869088-009.

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Conference papers on the topic "Knowledge-based organization"

"Organization committees." In 2015 2nd International Conference on Knowledge-Based Engineering and Innovation (KBEI). IEEE, 2015. http://dx.doi.org/10.1109/kbei.2015.7435990.

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"Virtual and knowledge-based organization minitrack." In Proceedings of HICSS33: Hawaii International Conference on System Sciences. IEEE, 2000. http://dx.doi.org/10.1109/hicss.2000.926881.

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Feng, Yong, and Hong-Yan Xu. "Design on Post Knowledge Push System for Knowledge-Based Organization." In 2008 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM). IEEE, 2008. http://dx.doi.org/10.1109/wicom.2008.2545.

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Héder, Mária. "Manifestations and significance of “work experience” in the organization." In 4th International Scientific Conference: Knowledge based sustainable economic development. Association of Economists and Managers of the Balkans, Belgrade, Serbia et all, 2018. http://dx.doi.org/10.31410/eraz.2018.888.

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Liu, Chen, Qing-pu Zhang, and Wei Shan. "Evolution game analysis of knowledge-sharing based on organization knowledge structure." In 2009 International Conference on Management Science and Engineering (ICMSE). IEEE, 2009. http://dx.doi.org/10.1109/icmse.2009.5318132.

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Gao, Kaizhou, Zhenqiang Bao, Xiangqing Li, Lei Guo, and Hui Zhong. "Evaluating Organization External Knowledge Acquisition Based on Scenario." In First International Workshop on Knowledge Discovery and Data Mining (WKDD 2008). IEEE, 2008. http://dx.doi.org/10.1109/wkdd.2008.31.

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Ioan, Dumitrache,. "Knowledge Management Based Supply Chain in Learning Organization." In Information Control Problems in Manufacturing, edited by Bakhtadze, Natalia, chair Dolgui, Alexandre and Bakhtadze, Natalia. Elsevier, 2009. http://dx.doi.org/10.3182/20090603-3-ru-2001.00018.

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Yuanfeng, Zhang, and Zhang Liang. "Curriculum knowledge organization and representation based on ontology." In 2011 International Conference on Electrical and Control Engineering (ICECE). IEEE, 2011. http://dx.doi.org/10.1109/iceceng.2011.6056967.

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Shen, Zhang. "Student organization system based on the knowledge management." In 2011 International Conference on E-Business and E-Government (ICEE). IEEE, 2011. http://dx.doi.org/10.1109/icebeg.2011.5882014.

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Houda, Sekkal, Amrous Naila, and Bennani Samir. "Machine Learning Based Knowledge Organization in Online Communities." In BDIoT'19: The 4th International Conference On Big Data and Internet of Things. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3372938.3372965.

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Reports on the topic "Knowledge-based organization"

Garicano, Luis, and Esteban Rossi-Hansberg. Knowledge-based Hierarchies: Using Organizations to Understand the Economy. Cambridge, MA: National Bureau of Economic Research, October 2014. http://dx.doi.org/10.3386/w20607.

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Seybold, Patricia. Doug Engelbart's Design for Knowledge-Based Organizations—Part 1. Boston, MA: Patricia Seybold Group, February 1992. http://dx.doi.org/10.1571/gu02-12-92ocg.

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Seybold, Patricia. Doug Engelbart's Design for Knowledge-Based Organizations—Part 1 2. Boston, MA: Patricia Seybold Group, March 1992. http://dx.doi.org/10.1571/gu03-25-92ocg.

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Karam, Sofia, Morteza Nagahi, Vidanelage Dayarathna, Junfeng Ma, Raed Jaradat, and Michael Hamilton. Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates. Engineer Research and Development Center (U.S.), June 2021. http://dx.doi.org/10.21079/11681/41026.

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The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The purpose of this study is to use systems thinking skills as a supplemental selection tool when recruiting prospective employees. To the best of our knowledge, there is no prior research that studied the use of systems thinking skills for recruiting purposes. The proposed framework offers an established tool to HRM professionals for assessing and screening of prospective employees of an organization based on their level of systems thinking skills while controlling uncertainties of complex decision-making environment with the fuzzy linguistic approach. This framework works as an expert system to find the most appropriate candidate for the organization to enhance the human capital for the organization.

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Bridges, Todd, Jeffrey King, Jonathan Simm, Michael Beck, Georganna Collins, Quirjin Lodder, and Ram Mohan. Overview : International Guidelines on Natural and Nature-Based Features for Flood Risk Management. Engineer Research and Development Center (U.S.), September 2021. http://dx.doi.org/10.21079/11681/41945.

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The application of natural and nature‑based features (NNBF) has grown steadily over the past 20 years, supported by calls for innovation in flood risk management (FRM) and nature‑based solutions from many different perspectives and organizations. Technical advancements in support of NNBF are increasingly the subject of peer‑reviewed and other technical literature. A variety of guidance has been published by numerous organizations to inform program‑level action and technical practice for specific types of nature‑based solutions. This effort to develop international guidelines on the use of NNBF was motivated by the need for a comprehensive guide that draws directly on the growing body of knowledge and experience from around the world to inform the process of conceptualizing, planning, designing, engineering, constructing, and operating NNBF.

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Sanz, E., M. Lascurain, A. Serrano, B. Haidar, P. Alonso, and J. García-Espinosa. Needs and requirements analysis. Scipedia, 2021. http://dx.doi.org/10.23967/prodphd.2021.9.001.

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The prodPhD project aims to address the challenging problem of introducing entrepreneurship training in PhD programmes regardless of discipline. The prodPhD project will create the necessary teaching methodologies and the platform for applying them. The project consists of a consortium of four organizations from across Europe. The main objective of the prodPhD project is to implement innovative social network-based methodologies for teaching and learning entrepreneurship in PhD programmes. The multidisciplinary teaching and learning methodologies will enable entrepreneurship education to be introduced into any PhD programme, providing students with the knowledge, skills, and motivation to engage in entrepreneurial activities. The methodology will be conceived to develop experiential knowledge, involving academics, entrepreneurship experts, and mentors in its development and implementation. Besides, the exchange of experience, competences, and approaches facilitated by social networking will pave the way to crowdsourcing new ideas, improving training methodologies, and stimulating academics’ entrepreneurial skills.

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Mracek Dietrich, Anna, and Ravi Rajamani. Unsettled Issues Regarding the Certification of Electric Aircraft. SAE International, March 2021. http://dx.doi.org/10.4271/epr2021007.

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The aerospace industry is beginning to grapple with the reality of certifying electric aircraft (EA), signaling the maturing of the field. Many players are ramping up their activities to respond to imminent technical, safety, and regulatory requirements. While there are gaps in EA knowledge as well as the processes for certifying them, some leading standards development organizations (SDOs) such as SAE International, ASTM International, and RTCA—ably supported by representatives from regulatory agencies—are stepping in to address many of these issues. Of special importance are the new rule changes in the normal category (14 CFR Part 23, Amendment 64) that shift from a prescriptive philosophy to “performance-based rules.” Regarding system knowledge, there has been a trend in the use electrical energy to power systems that have long employed mechanical hydraulics. In the new EA paradigm, these components will be employed at criticality levels not previously witnessed in conventional aircraft, calling for a specific set of certification demands. Unsettled Issues Regarding the Certification of Electric Aircraft tackles the certification challenges faced by EA manufacturers in both the small (normal) and large (transport) categories, addressing technical, business, and process issues.

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Mobley, Erin M., Diana J. Moke, Joel Milam, Carol Y. Ochoa, Julia Stal, Nosa Osazuwa, Maria Bolshakova, et al. Disparities and Barriers to Pediatric Cancer Survivorship Care. Agency for Healthcare Research and Quality (AHRQ), March 2021. http://dx.doi.org/10.23970/ahrqepctb39.

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Objectives. Survival rates for pediatric cancer have dramatically increased since the 1970s, and the population of childhood cancer survivors (CCS) exceeds 500,000 in the United States. Cancer during childhood and related treatments lead to long-term health problems, many of which are poorly understood. These problems can be amplified by suboptimal survivorship care. This report provides an overview of the existing evidence and forthcoming research relevant to disparities and barriers for pediatric cancer survivorship care, outlines pending questions, and offers guidance for future research. Data sources. This Technical Brief reviews published peer-reviewed literature, grey literature, and Key Informant interviews to answer five Guiding Questions regarding disparities in the care of pediatric survivors, barriers to cancer survivorship care, proposed strategies, evaluated interventions, and future directions. Review methods. We searched research databases, research registries, and published reviews for ongoing and published studies in CCS to October 2020. We used the authors’ definition of CCS; where not specified, CCS included those diagnosed with any cancer prior to age 21. The grey literature search included relevant professional and nonprofit organizational websites and guideline clearinghouses. Key Informants provided content expertise regarding published and ongoing research, and recommended approaches to fill identified gaps. Results. In total, 110 studies met inclusion criteria. We identified 26 studies that assessed disparities in survivorship care for CCS. Key Informants discussed subgroups of CCS by race or ethnicity, sex, socioeconomic status, and insurance coverage that may experience disparities in survivorship care, and these were supported in the published literature. Key Informants indicated that major barriers to care are providers (e.g., insufficient knowledge), the health system (e.g., availability of services), and payers (e.g., network adequacy); we identified 47 studies that assessed a large range of barriers to survivorship care. Sixteen organizations have outlined strategies to address pediatric survivorship care. Our searches identified only 27 published studies that evaluated interventions to alleviate disparities and reduce barriers to care. These predominantly assessed approaches that targeted patients. We found only eight ongoing studies that evaluated strategies to address disparities and barriers. Conclusions. While research has addressed disparities and barriers to survivorship care for childhood cancer survivors, evidence-based interventions to address these disparities and barriers to care are sparse. Additional research is also needed to examine less frequently studied disparities and barriers and to evaluate ameliorative strategies in order to improve the survivorship care for CCS.

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Senegal: Community education program increases dialogue on FGC. Population Council, 2005. http://dx.doi.org/10.31899/rh16.1004.

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From 2000 to 2003, FRONTIERS collaborated with the Senegalese nongovernmental organization Tostan to evaluate the effects of a community-based education program on awareness, attitudes, and behavior regarding reproductive health and female genital cutting. The Tostan program provides modules in local languages on hygiene, problem solving, women’s health, and human rights. It was designed to improve women’s health and promote social change by enabling participants, mainly women, to analyze and find solutions to community problems. As stated in this brief, Tostan implemented the education program as part of a scale-up effort in 90 communities in the Kolda district of southern Senegal. The FRONTIERS evaluation took place as part of the project and compared changes in knowledge, attitudes, and behavior of men and women in 20 villages in the intervention area with those living in 20 nonintervention villages. Changes were measured using pre- and post-intervention surveys of women and men in the intervention and control areas and qualitative interviews with key community members. They also assessed pre- and post-intervention changes in the number of girls under 10 who had been cut.

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Burkina Faso: Community education program scaled-up in Burkina Faso. Population Council, 2005. http://dx.doi.org/10.31899/rh16.1005.

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The government of Burkina Faso is committed to the improvement of women’s reproductive health. Within this context, the Population Council’s FRONTIERS Program collaborated with two nongovernmental organizations, Tostan in Senegal and Mwangaza Action in Burkina Faso, to replicate the Tostan community-based education program. Originally developed in Senegal, this program provides modules in local languages on hygiene, problem solving, women’s health, and human rights as a means of promoting community empowerment to facilitate social change. The intervention, implemented from 2000 to 2003 in the provinces of Bazega and Zoundwéogo in Burkina Faso, compared the performance of 23 participating villages with 23 control villages. To measure the program’s impact on awareness, attitudes, and behavior regarding reproductive health and female genital cutting, researchers conducted pre- and post-intervention surveys of women and men in the intervention and control areas, and qualitative interviews with key community members. To measure the diffusion of knowledge, researchers surveyed men and women who lived in the intervention area but did not participate in the study. They also assessed pre-and post-intervention changes in the number of girls under 10 who had been cut.

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